The criteria for assessing the efficiency of work are formulated in such a way as to paint a portrait of a specialist in broad strokes, holistic and consistent. Because no boss is able to remember everything that his employee did in a month, with what results, how many complaints there were about him and for what.
The methodology has proven its effectiveness over more than ten years of active practical application. KPI shows its full power only when reports are filled in by both the team and the manager, and the results are discussed. This is important for three reasons:
The manager does not have to remember and take into account everything, and employees remember their current tasks and the scope of work on orders better and need reminders less.
The worker is inclined to oman email list forgive himself for small mistakes and whitewash himself, while the manager determines the indicators of labor efficiency from the point of view of the benefit to the enterprise as a whole.
The boss and the subordinate may have different views on deadlines and quality in this process. For example, it is extremely important for the department manager that deadlines and the plan are met, while the person is a perfectionist and does not rush to complete projects, preferring to complete each task with the highest quality and meticulousness.
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In addition, both parties actively seek compromise during work. This is the result of the performance evaluation methodology, which satirists characterize as "a product of non-resistance of the parties." The practical value of the KPI methodology process is in the ability to regulate bonuses (quarterly and monthly): such an evaluation system is recognized by both personnel and management as objective and fair, and this is much more important than precise measurements of indicators and mechanical calculation of points.
Improving the KPI methodology for assessing personnel performance
If the methodology is applied in all departments and branches of the organization, then a scale effect arises, which enhances its effect. The results of the work of individual departments can be compared with the company average, and therefore, the indicators can be verified and adjusted more accurately. In this process, it is important to clearly define the path that each department will take within the overall strategy.
It is very convenient for the top management of the company to get a complete picture of all departments (it consists of an assessment of the productivity of personnel in cost centers and the effectiveness of managers in profit centers). It can already be compared with financial and other plans for the current period, and conclusions can be drawn about how effective business processes are.
Situations cannot be ruled out when the performance indicators (KPI) are lower than the total assessment of the team in accordance with the "Triad of Performance" methodology. And then the employer can adjust the bonus calculation schemes and methods of material motivation.